Getting The Hiring Process Right Presentation 2009

Getting the Hiring
Process Right
Greg Longstaff

Do you know Einstein’s definition of insanity?

Albert Einstein said:
“The definition of insanity is doing the same thing over and
over again and expecting a different result.”

Getting the WRONG sale staff can cost
you a lot of money …

So, why settle for less?

A businessman I know adopted a rule that says …

If you don’t let them in, then you don’t
have to throw them out!

Reasons Why the Average Salesperson
Doesn’t Get Business
• We’re too expensive.
• Our discounts weren’t enough.
• It wasn’t the right time, they said come back in ‘X’
weeks/months/next year. (….or how about never)!
• They don’t have the budget.
• We just missed out to another company.
• They already have a relationship with another
company.
• Ra Ra Ra Ra Ra

Guess What?

Almost all of these
are an excuse!

Seven Steps to Sales Recruitment, So You
Don’t Recruit a Sales Dog!

Step 1 – Do You Need Industry Experience?

• Of course your industry is different. However
sales are based on human psychology and
relationships.

• They don’t need to have worked in your
industry at all.

Getting a great salesperson means you
seriously need to consider whether you’re
willing to train them!
• If you are not prepared to train them, then you’ll
properly be prepared to accept (and expect)
second best ...

• …….because truly good sales people expect you
to invest in training them properly.

Step 2 – Advertise the Right Way
• Too many sales recruitment adverts are all
about the job. Very little about the sort of
person they want to recruit.

A
REALLY
good
salesperson

Step 2 – Advertise the Right Way Cont’d

Your advert needs to go into the best
media to capture the type of sales
people you want.

www.ema.co.nz/the_new_way_to_recruit_staff.htm

• An initial $200 credit
to get you started.
• For $249 +GST you
can advertise on
Seek, Trade ME &
NZ Herald jobs
online

Step 2 – Advertise the Right Way Cont’d

Step 3 – Get their Sales Spiel

• Make sure the advert encourages them to
phone so you can talk to them before
revealing further details about the sales job.

Step 4 – Conduct a Psychological-based
Interview

Step 5 – Perform a Sales Profile Test

Step 6 – Decide Fast Slowly

• If you’re sure they’re the right fit, make an
offer of employment subject to reference
checks.

Step 7 – Hire Slow, Fire Fast
• Have regular reviews to monitor their
performance.

• Remember if they don’t show signs of
making it within their first 90 days, you can
use the probation law to move them on.

• Don’t hold on to bad sales staff!

Once they are in place, make sure they
understand …

• Your industry.
• What you are selling.
• Your key competitors.
• Your current customers.
• The marketing area.

If they don’t start bringing in sales, ask
yourself the reasons why?

Remember keep training and developing them
• …..but what if I train them … and they LEAVE?

• ….. Well what if you DON’T train them … and
they STAY!!

Now, let’s look at one of the best ways we can
assist you with recruiting great sales staff …

Personality Profile Assessments

Welcome to an Intro to the
McQuaig Word Survey
For The

Business Franchise Group

© Copyright 2005


The McQuaig System

© Copyright 2005

Recruitment and selection

© Copyright 2005

Why test ?
Why test at all …… Why take the time to do so ?
Understand the candidate, by peeling back the top layers, and digging deeper,
and limiting the “halo” effect during interviews.
Look at the “team” fit - its like buying a house, seeing whether the furniture will
fit ok.

Helps identify reference and interview questions.

Helps create benchmarks and role models for future recruitment.

It’s a powerful tool with uses beyond merely recruitment, such as staff
development
Making a placement error is VERY costly and employee’s hard to remove once
in a business.

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Turnover costs

•advertising costs/recruitment agency fees
•candidate screening & interview costs
•testing materials
•reference checking
•training costs
•new employee productivity – learning curve costs
•employee benefit costs

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The additional benefits

•improved efficiency
•higher morale
•better communication
•stronger teams
•increased quality
•less downtime
•lower costs

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The Steps to Success

• define the position
• assess the individual
• manage the person
• develop their strengths

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A Three Step process

ASSESS

The
McQuaig
DEFINE
System


RETAIN

THE INSIGHT TO ASSESS AND MANAGE PEOPLE

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Defining

Defining the job

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The McQuaig Job Survey®

Is an objective measure of the
Owner’s view of the
temperament
required to perform a particular
Job
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Assessing

Assessing the candidate

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3 best ways to improve predictability

•skills & abilities testing

•behavioural questioning

•personality profiling

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Three levels of appraisal

•Appears To

•Can Do

•Will Do

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Level 1 Level 2 Level 3
Appears To
• Appearance, poise &
dress
• Manners &
expressiveness
• Interests & goals
(Halo effect sometimes)
(Halo effect sometimes)

MINIMAL
IMPACT

ON PERFORMANCE IN THE JOB

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Appears To Can Do Will Do
• Appearance, Poise & •Knowledge & •Attitudes & beliefs
Dress Skills •Internal motivation
• Manners & •Stability & persistence
•Training &
Expressiveness •Maturity
Education
•Intelligence
• Interests & Goals •Experience •Aptitudes
•TEMPERAMENT

MINIMAL GREATER GREATEST
IMPACT IMPACT IMPACT


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Principals for exploring past actions

• The more recent the behaviour, the more
predictive it is of future performance.
However,
• the more long-standing the behaviour, the
more deeply rooted it is.

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Temperament

The way we go about the
execution of a task, project, or
in fact our whole life, if we are
left to our own devices.
It fashions the way we apply our
values, attitudes and beliefs,
but does not alter them significantly

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What do the factors measure?

Graph Abbreviation Legend Situational Real
Do So Re Co Do So Re Co
90
Above the 42 line
80
Do = Dominant
70
So = Sociable
Re = Relaxed 60
Co = Compliant 50
42
40
Below the 42 line
30
Ac = Accepting
20
An = Analytical
Dr = Driving 10
In = Independent 0
Ac An Dr In Ac An Dr In

© Copyright 2005

Filter out the time wasters

There are plenty of ‘square pegs’ in the
marketplace looking for ‘round hole’ jobs.
Their chance of success in those positions is
far lower than a candidate who fits.
Learn how to screen out

high risk candidates

© Copyright 2005

Pick a winner!

There are lots of high potential staff out
there waiting for an opportunity.
Giving the right people a chance can be
exceptionally profitable.
Learn how to identify

potential stars

© Copyright 2005

Summary

1) Do You Need Industry Experience?
2) Advertise the Right Way
3) Get their Sales Spiel
4) Conduct a Psychological-Interview (McQuaig)

5) Perform a Sales Profile Test (McQuaig)

6) Decide Fast Slowly
7) Hire Slow, Fire Fast

Thank you.
www.personalityprofileassessments.co.nz
© Copyright 2005

Getting The Hiring Process Right Presentation 2009

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